A recent study in the Journal of Management sheds light on how workplace advocacy by members of advantaged groups can inspire—or alienate—their peers. The research found that when employees from an advantaged group speak up for marginalized colleagues, the outcome typically falls into one of two camps:
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Positive ripple effect – The act motivates other advantaged employees to contribute to an inclusive workplace and prompts “positive gossip” about the advocate.
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Negative backlash – It triggers feelings of moral inadequacy among peers who doubt their own courage, leading to “negative gossip” about the advocate.
The study focused on oppositional courage—actions that challenge powerful members or the status quo to address unfairness, disrespect, or harm toward marginalized groups, even at personal risk.
How the study worked
Researchers recruited white employees for two studies to examine how they responded to white colleagues advocating for racial and ethnic minority coworkers. They found that reactions depended on oppositional courage self-efficacy (OCSE)—a person’s belief in their ability to take similar courageous actions.
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Those with high OCSE responded with encouragement and positive talk about the advocate.
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Those with low OCSE often felt inferior and engaged in negative gossip.
Why this matters
Too often, the burden of changing harmful workplace cultures falls on employees from underrepresented groups, who are expected to lead diversity and equity efforts in addition to their regular work. This research underscores the need to engage and equip advantaged employees—particularly white employees in this case—as active participants in disrupting the status quo.
By anticipating possible backlash from employees with low OCSE, organizations can proactively address DEI resistance. Training employees in oppositional courage, offering role-play opportunities, and providing positive reinforcement can boost confidence and encourage action.
When advantaged employees have the skills and support to intervene in moments of harm, they can help drive systemic, lasting change—relieving marginalized employees from carrying the weight of transformation alone and creating workplaces that benefit everyone.